Dear Mr. Tasker – thank you for an informative article.

Response to CBC article; “Legal recreational marijuana: what you need to know” by John Paul Tasker.

There are many things the everyday citizen will need to know about recreational cannabis legalization.  However, employers must be all the more knowledgeable as the well-being of their workforce is in their hands.  If an employer does not ensure their workers are sufficiently educated on potential hazards of legal Cannabis use, they are negligent on their legal OHS responsibilities.

Employers need to educate their workers on the transition to post-legalization of off-duty cannabis use, while employees have a right to know of potential circumstances that can impact their safety in the workplace.  For all the debate on the issue, one thing is for certain – legalized cannabis use is a unique variable that will have an impact on our society (and by extension, our workplace).  The nature and scope of that impact remains to be seen, but if we boil it down to a change that we all know is coming – good business practice and proper due diligence dictates we should plan for a success case.

Legal off-duty recreational Cannabis use will impact all businesses, even those with Zero-tolerance policies. Ensure whatever training you provide is sufficient and documented as a record of competence.  The language used should be clear and easy to understand.  Education on both the facts and the unknowns will be key in addressing your OHS liabilities. It is imperative for your business success, and most important of all, the safety and well-being of your people.  

Employers, managers and supervisors can be liable if a workplace incident results from a lack of awareness, education and understanding.  If you aren’t providing workers with their “right to know” about OHS issues, you are breaking the law. The Cannabis chemical THC stays in a persons system much longer than alcohol, and how that is measured in terms of potential workplace impairment is yet to be determined.

Do not play the “wait and see” game.  It is ill-advised to leave any aspect of your business to chance – why would this be any different?  Don’t play catch-up when the first incident or lawsuit occurs.  Ensure your workforce has the best information at their fingertips.  Personal opinions on legalization do not matter when it comes to workplace safety.

Sincerely,

Stephen Sayle

CEO